Work Environment and Employee Performance in the Public Service: A Study of Chukwuemeka Odumegwu Ojukwu University, Anambra State, Nigeria (Published)
This work examines the effect of work environment on employee performance in Chukwuemeka Odumegwu Ojukwu University. It equally aims at ascertaining whether the social environment affect the productivity of workers of Chukwuemeka Odumegwu Ojukwu University. In other to properly articulate the work, data was gotten from both the primary and secondary sources of data collection such as questionnaires, interviews, journals, periodicals, textbooks etc. The tables and percentages where used to display the data while the, chi-square was used in its analysis. Taro Yamane’s sample size determination was adopted to arrive at one hundred and fifty (150) as our sample size. Victor Vrooms Valence Expectancy theory was adopted as the theoretical framework of analysis. Based the foregoing, the study revealed that COOU’s working environment had an impact on members as far as the respondents are concerned. By implication, the institution needs to improve its physical working environment so that to influence employees to stay in the office, work comfortable and perform their job. It was recommended among other things that; Chukwuemeka Odumegwu Ojukwu University should have a good program in place for their employees work life balance as this can be a great factor to motivate and retain them. Management should try as much as possible to build a work environment that attracts, retain and motivate its employees so that to help them work comfortable and increase organization productivity; Employers should have in place a good working condition for their employees in order to boost their morale and made them more efficient. Finally, management should find ways and means of communicating their goals and strategies to their employees in order to achieve what the organization is in business for, its mission and vision.
Enhancing Public Personnel Competence Through Training: The Role Of Public Service Institute Of Nigeria (PSIN) (Published)
Improving the competence level of public personnel is very imperative for efficient service delivery. Governments world over has as its key objective the rendering of prompt and efficient services to its citizens and at the same time be as accountable and transparent as possible while carrying out these responsibilities. For a government to fulfil its objective to its citizens it must ensure that its workforce is well and able to live up to the demands of fulfilling these objectives. This cannot be achieved without a competent, efficient, effective and result-oriented public service. The public service is constantly evolving with increasing service delivery demands from the citizens. The importance of equipping public servants with the right training to satisfy the citizens’ demands can only be met when the public servants have the required competence to meet these challenges. This paper relied on documented secondary data as its source of data collection and adopted the qualitative review analysis as its methodology. The paper also used the Expertise Theory as the framework for explaining how public personnel competence can be enhanced through training and human resource capacity building. Constant training and human capacity building development have been proved to be the best, widely accepted and most efficient solution to the problem of enhancing competence in the Nigerian public service. This is inview of the importance of constant training and human resource capacity building as expressed by scholars and the Nigerian government in various committee reports, recommendations, and White papers on public service reforms. The focus of this paper is to examine the role of Public Service Institute of Nigeria in enhancing public personnel competence in the public service. The findings show poor funding and lack of political will on the part of the government to implement several reform recommendations on public personnel training. The paper therefore, recommends increased funding of the Institute and enhanced political commitment to address the training needs in the public service.
Governments all over the world, Nigeria inclusive desire ways to provide welfare services to the citizens with fewer resources, enhance transparency and accountability of public servants. The Nigerian Public Service has witnessed some reforms, including SERVICOM. This paper examines the extent the application of SERVICOM has improved the service delivery of the Nigerian Public Service. This is because it serves as the major machinery through which governmental policies are implemented. This paper examines the ability of the Nigerian Public Service to effectively manage public affairs. The paper highlighted the critical importance of Public Service delivery to the citizens in a timely, honest and effective manner under civil rule. It is discovered that government reform adopted to improve service delivery has not changed the public service for the better as nation-wide service failure persists. It is recommended that training and retraining programmes should be mounted for public servants, the National Orientation Agency should be empowered to begin enlightenment programme for the Citizens, NGOs and CBOs should be encouraged for active participation in monitoring government agencies and ministries, while other machineries should be put in place for effective monitoring of service delivery to the citizens.
Workforce diversity management in general term has, become a crucial part of organizational competitiveness and effectiveness not just in Nigeria public service but in other large corporations globally. It is no doubt that diversity management is increasingly becoming a standard of human resources management in contemporary time. Socio-economic forces like globalization and the internationalization of public issues contribute to expand the flow of labour across ethnic and national boundaries and have facilitated the constant exchange of materials, as well as symbolic and human resource. To remain competitive and relevant, the Nigeria public service must acclimatize and manage these environmental socio-economic forces. But the new complexity of work operations demands more diverse functions and the use of more diverse talents. As the need for employee diversity increases, so do the demands, such as the need for effective interaction among diverse employees, this tendency is believed to have potential for conflict and schism among employees. Using the workforce management model this study attempts to highlight the salient feature of this process with a particular emphasis on the problems and prospects associated with workforce diversity management in Nigeria public service.
The advent of broadcasting in Nigeria has brought a new lease of life to the communication sphere in Nigeria as it ushered in a new medium of expression and communication for the people of Nigeria. With the introduction of new media technologies came more opportunities to the broadcasting sector in the area of media convergence. The challenges brought by these new media are so immense that no part of the world could afford to be left out in the turn of events. This paper therefore highlights the challenges and prospects of the new media faced by the public service broadcasting in Nigeria. It therefore becomes expedient for the Nigerian public service broadcast sector to avail itself of the opportunities which the new media herald. The paper recommended among others that government as a matter of policy must ensure that there is total removal of all barriers militating against the acquisition of new media facilities for broadcasting in public service broadcasting.
At this moment, good governance, qualified public service are the concepts that required for good local governance implementation. So, at Central Tapanuli Regency – North Sumatera (Indonesia) for increasing institutional capacity of Local Government Working Unit from 2009 up to 2011 had been implemented 5 institutional empowering system which occured by SCBD (Sustainable Capacity Building for Decentralization) Project. Yet, on its implementation, all system got a less responsive actions from local goverment leaders, so project’s result less successfully.This research used qualitative approach with using Alberti and Bertucci theory which explains that innovation and reform on public sector can well succeeded incessanty determined by effective leadership factor. Thereby, on occasion of public service increasing towards good local governance, policies which decided by leaders should be the ones that support innovation and reform implementation in bureaucracy.
AN EXAMINATION OF THE EFFICACY OF THE OFFICE OF AUDITOR GENERAL OF NASARAWA STATE IN ENSURING FINANACIAL ACCOUNTABILITY (Published)
: This study examines the efficacy of the office of the Auditor General of Nasarawa State in ensuring financial accountability. Eight questions-survey questionnaires related to the basic functions of the state’s office of auditor general and how effective it is in ensuring financial accountability were administered to 38 respondents; all staff of the Nasarawa State Office of the Auditor General. The questionnaire enables the study to seek the perceptions and or views of the respondents on the functions of the office of the Auditor General of Nasarawa State. A simple percentage was used to analyses the various perceptions of the respondents. Chi Square statistical tool was used to test the two study’s hypotheses. The study finds that, although the office of the state auditor general has significantly improved the management of finances in the Nasarawa State public services, it was noted that at times public monies are not expended for the purpose they are made for, hence expenditures are made without authorization. While this has reduced the level of efficiency of the roles of the office of the auditor general in ensuring financial accountability in the public sector, the result from the chi square indicates that the functions of the office could help in the effective management of public sector finances, but cannot ensure financial accountability in the public sector. It recommends that relevant agencies should ensure that monies expended be appropriated and spending be authorized, this will reduce fraud and enhance financial accountability in the public sector.
Public Administration and the Collapse of Probity And Good Governance in Nigeria: The Impact Of Political Superstructure. (Published)
Emerging from the vestiges of over one hundred years of imperial rule, the Nigerian public administration system has experienced significant transformation to secure a place of pride in the general discourse on governance. However, the stream of political developments that brought the system into sharp focus and relevance has been as challenging to the public service as they are instructive in intellectual reflections. For example, in the growing literature on the collapse of probity and good governance in Nigeria, the public service has been severely scored on account of its failure to provide the required institutional grounding for good governance. While not absorbing the political class of culpability for this failure, the general assessment of the leadership question in Nigeria has been heavily skewed against the bureaucracy. The paper seeks to deconstruct this notion and argues that the political superstructure is largely responsible for the governance failure, and that the public service under the suffocating grip of its political master has only managed to maintain its going concern within the context of political instability, policy inconsistency, and the lack of political accountability in the last fifty years of public administration. The analysis is predicated on the politics – administration dichotomy as its theoretical framework. This approach provides tremendous insight into the nature and character of interaction between the political class and the administrative class on the basis of which deductions are made and conclusion drawn. In the final analysis, two recommendations stand out among others; a call for legislative activism sufficient enough to institutionalise a culture of political and managerial accountability and a call for policy consistency sufficient enough to sustain and drive the current reforms of the public service to its logical ends